The Importance Of Repruitment And Selection Process

1149 Words 5 Pages
The recruitment and selection process is by far one of the most important human resource processes. Due to its importance, there have been several attempts at the creation of effective, yet efficient selection processes. The human resource management functionality has undergone a series of changes; prior to 1981, selection relied heavily on centralized testing which allowed the process to be very straight forward. However, through the introduction of government mandated examinations, much like that of PACE and ACWA, there has been a push towards more decentralized approaches. This has resulted in individual agencies developing their their own selection processes. With this framework in mind, this essay will address the lack of regulations set …show more content…
According to Bob Losyk’s How to Hire the Right People, employers who have a “systematic method of preparing to interview a job candidate” and who “ask the right questions” are more likely to improve their chances of hiring the right person for the job. Hiring techniques such as getting organized and creating a system that allows for employers to review job behaviors, job description, and job tasks. Furthermore, he recommends that employers conduct preliminary phone interviews, so that they are able to weed out qualified applicants. This approach is different, other approaches entail a technology based approach allowing for the human resource manager to simply search for a key word in a database of resumes. Losyk’s approach is more through and attempts to create a better way of pre-screening potential employees. In addition, he says that when interviewing start with natural casual conversation that allows for the development of rapport. By doing so, the candidate is more relaxed and more likely to answer the question in a way that reflects the truth. He suggests bridging the gap between small talk ad the actual interview with a preface about how the interview will work. He also warns not to be too forthcoming with the details of what will be asked. Transitioning in to the actual interview, he recommends that employers ask questions in a systematic way consisting of information about their job performance at their last job, how they would perform for your company, and so forth. This information allows for the interviewer to gain a sense of whether or not the person fits into the needs of the position, as well as whether or not they fit into the actual culture of the position. When ending the interview, he says to be up front about the

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